The three popular articles this week on HRinfodesk deal with: Workplace violence; age as a protected ground under human rights legislation; and the return-to-work process and the role of healthcare providers.
At the beginning of a new year, it’s good to wonder what is in store in 2017 for HR law and payroll? Let’s discuss and provide practical steps HR and payroll can take to prepare for these trends and changes.
There are a lot of moving parts when managing a WSIB claim, especially one that has become prolonged or complex. Most employers are aware that ensuring their company is compliant with Health & Safety best practices will likely result in reduced workers’ compensation costs. The same can be said with respect to important Human Resources practices and procedures. The problem is that busy claims managers sometimes lose sight of this while they attempt to juggle all the moving pieces of a claim.
The three popular articles this week on HRinfodesk deal with:An Ontario human rights case where an employee’s dismissal by her employer for having lied about when she found out about her pregnancy was ruled to be non-discriminatory; a decision that clarifies that the duty to mitigate does not apply when an employer terminates a fixed-term employment contract before its end date; and an FAQ that looks at an employee who is looking for accommodation to care for their child because they cannot afford daycare.
Employers should deploy a number of strategies to minimize their workers’ compensation related costs. One such strategy is to ensure you have instituted effective Early and Safe Return to Work (RTW) practices and procedures, including making an offer of suitable modified work for those employees who require modified duties a standard procedure.
When you object to the initial entitlement of a WSIB claim, in effect having it denied outright, there are several considerations you should keep in mind. Here are some answers to some questions about the process:
There is one particular strategy which is often overlooked and undervalued by businesses when looking to reduce their WSIB claims costs. We’re referring to the critical importance of completing an organization’s own Incident Report/ Worker’s Statement, Supervisor’s Report of Injury and Witness Statements.
Clear Path recently challenged what could be considered a precedent-setting decision from the Workplace Safety and Insurance Board (WSIB) that would have put certain employers at a serious disadvantage.
There has been much talk about the use of Uber in the media and we recently had occasion to consider whether the use of Uber services in the employment context is a wise choice.
Most Ontario businesses think their WSIB NEER statement is complicated. They’re right, but consider the statements for larger organizations or those with complex structures that have an organizational statement or multiple NEER statements?